Using insights from the relevant literature and recent empirical data, this paper investigates the relationship between organisational change and employee turnover. It proposes a mechanism for how widespread change translates into individual decisions to quit, and corroborates four relevant...

Organisational commitment is a desired outcome of human resource management (HRM) strategies given its links to positive attitudes and behaviour in the pursuit of change. The organisation, however, is just one of several foci for employee commitment and this paper explores the links between...

Building on lessons from a Biblical story, this paper analyzes and suggests mental frameworks and an innovative perspective for managing contemporary new psychological contracts, by drawing on a case of a nation which was found unfit for a new type of existence, a different life ethos, and...

Purpose – To analyze lower level employees' retrospective views of their experience with organizational changes introduced by management; to provide a typology of change responses based on employees' interpretations. Design/methodology/approach – Canadian bank employees' accounts of their...

Purpose – The purpose of this article is to examine how the labour process of further education lecturers has changed as a result of legislative reforms introduced in the early 1990s. Design/methodology/approach – The paper draws on labour process theory and emergent perspectives on “the...

Purpose – The purpose of this paper is to explore how a national policy on sickness absence management is translated by HR managers into local human resource management (HRM) practices by developing and applying an analytical framework with three dimensions: individual preferences, strategic...

Purpose – This study aims to contribute to a better understanding of resistance to change (RTC) by examining the role played by organisational commitment (OC) as a potential predictor and moderator in the analysis of RTC. Design/methodology/approach – First, alternative models of OC were...

Purpose – The purpose of this study is to add to the existing literature on the impact of organizational changes on psychological contracts by examining the exchange between employer and employee obligations and organizational commitment and intention to turnover in a causal model....

Purpose – This paper seeks to compare Ulrich's model of HR transformation/shared service organisation (the “three‐legged stool”) with the empirical evidence from the research. The aim of the paper is to describe the journey from theory to practice of HR transformation in organisations as...

Purpose – The purpose of this paper is to explore how experience with organizational change influences employees' reactions to change. While exposure to an increasingly frequent organizational change can lead to change fatigue and cynicism, it can also generate more positive reactions to...